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World Cup Fans, Most Employers See value in Office Pools at Work

Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.

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This summer the World Cup is in full force and soccer fever is spreading, even into the workplace. As a result, World Cup fanatics will likely invest work time to keep up with the games either by tuning in during lunch or checking on their bracket standings.

While some may view office pools as a distraction to employees, the majority of human resource professionals see office pools as having a positive impact on their workplaces, according to
The Use of Office Pools survey from the Society for Human Resource Management (SHRM).

Despite the use of company time, most employers (81 percent) do not have policies regulating office pools. That compares to 67 percent of employers in 2010.

Red Card: Most policies that address office pools include prohibition of gambling that includes monetary exchange in the workplace (70 percent), disciplinary action for failure to comply with policy (69 percent), and prohibition of any form of gambling, including office pools (66 percent).

For more information or to schedule an interview, please contact Vanessa Gray of SHRM Public Affairs at 703-535-6072 or Vanessa.Gray@shrm.org or Laura Ambrosio at 703-535-6273 or Laura.Ambrosio@shrm.org.

Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.